Human Resource Planning And Development

Human Resource Planning And Development
Human resource is an important aspect in every organization and none can exist without it.
Therefore, the human resource department is charged with the role of hiring, training and
development as well as payroll management among other staff related activities. The human
resource objectives must be aligned with the overall organization's objectives in order to avoid
conflict of interests. Consequently, it is important to develop a strategic plan which encompasses the
various factors that are involved in human resource planning and development. This involves
innovation in change strategies, management of diversity and roping in technology in the
implementation of the human resource role. Apart from the development, it is important to have
monitoring and control in order to ensure that a proper foundation is laid out in ensuring long term
profitability of the organization. The Role of Innovation in Executing Change Strategies Innovation
in human resource has over the years treated innovation and strategic planning as two distinct
elements where strategic planning was dealing with known grounds while innovation was about the
unknown and unpredictable factors. However, with the rise in globalization and technological
advancement today, the role of innovation is not treated with the traditional perspective. The modern
role of innovation is tasked with the improvement of the workplace creativity and enhancing
efficiency and effectiveness. Innovation in human resource is about
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Human Resources Planning
What is Manpower / Human Resources Planning (HRP)?
Manpower planning or HR planning are synonymous. HR planning is more broad–based.
Hereinafter, we will call it Human Resource Planning or HRP in short.
Human resource planning is the process of anticipating and carrying out the movement of people
into, within, and out of the organization. Human resources planning is done to achieve the optimum
use of human resources and to have the correct number and types of employees needed to meet
organizational goals.
We also can say that, Human resource planning is the process of systematically reviewing human
resource requirements to ensure that the required numbers of employees with the required skills ...
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Advance planning ensures a continuous supply of people with requisite skills who can handle
challenging jobs easily.
To face the challenges the business is facing due to turbulent and hostile environmental forces (e.g.
technology, social, economic and political upheaval) impinging on single one of them. Although
planning has always been an essential process of management, increased emphasis on HRP becomes
especially critical when organizations consider mergers, relocation of plants, downsizing, or the
closing of operating facilities.
To face Rapid Technological Changes. The myriad changes in production technologies, marketing
methods and management techniques have been extensive and rapid. Their effect has been profound
on job contents and job contexts. These changes cause problems relating to redundancies, retraining
and redeployment. All these suggest the need to plan manpower needs intensively and
systematically.
To face Organizational Changes. In the turbulent environment marked by cyclical fluctuations and
discontinuities, the nature and pace of changes in organizational environment, activities and
structures affect manpower requirements and require strategic considerations means perfect HR
Planning.
To determine recruitment/induction levels. We may explain this with an example: manager wants to
determine what kind of induction the organization will require at such and such date. If we

The Role of Human Resources Planning in an Organization
Planning is very important to our everyday activities. Several definitions have been given by
different writers on what planning is all about and its importance to achieving our objectives. It is
amazing how current organizations are taking this part of human resource important, this is so
because most managers have started releasing the value of human resource planning in
organizations. Organizations that do not plan for the future have less opportunity to survive the
competition ahead. This article will define human resource planning; discuss the importance of it
and the major steps involved when planning the human resource of an organization which are:
Forecasting, inventory, audit, HR plan, Auctioning of plan, and Monitoring & control. ... Show more
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If given more work this may stretch them beyond their limit and may cause unnecessary disruptions
to the production of the organization. Employees are put on a disadvantage because their live
programmes are disrupted and they are not given the chance to plan for their career development.
The most important reason why human resource planning should be managed and implemented is
the cost involved. Because costs forms an important part of the organizations budget, workforce
planning enable the organization to provide human resource provision costs. When there is staff
shortage, the organization should not just appoint discriminately, because of the costs implications
of the other options, such as training and transferring of staff, have to be considered. In order for the
whole process to be implemented, there various steps that are involved that make it successful and
the following are some of the consistent patter involving interrelated activities as depicted in figure
1 on the next page; Forecasting of Forecasting of Labour Demand Labour Supply Forecasting of
Labour Supply or shortage Goal Setting and Strategic Planning Programme Implementation and
Supply Figure 1: Adapted from Noe et al (2003:179) Human Resource Planning Process; Human
Resource Forecasting; This step majorly

The Reasons For Human Resource Planning
Task2: Recruiting employees
2.1. Analyses the reasons for human resource planning in Tesco: There are several important reasons
of human resource planning that business organisation carry out regardless their size and it is
important for the continuity of any business organisation to plan. However, in many business owners
may not include human resource planning at the beginning of their business but later realise the
importance of human capital and no business can survive without having competitive human capital.
Reasons are human capital, budget control, training and development, and employee satisfaction and
cost saving. As business world is quite unpredictable and challenging so Tesco has routinely carried
out these analyses to make sure there will be no shortage of staff, which affects the overall
performance of the organisations. Knowing future demand and the type of skills that would be
required in the future time is very important for the business, and it is one of the reasons that human
resource planning is often done. According to Ruth Mayhew Human resource planning is to help the
entities to meet the organisational goals because planning links human resource planning with the
actual operational process, and also one of the most reasons of human resource planning is to
counteract the uncertainty and changes. Human resource planning helps Tesco and any other
business to maximise career development and high employment retaining methods. Planning has the

Human Resource Management : Strategic Planning
Human Resource Management is crucial to any organization's success; do I believe that it should be
a part of the overall company's strategic plan absolutely by aligning Strategic planning within an
organization it plays an important role as to how productive the organization is. Human Resource
Management has many different aspects and each one of these has a part of the overall strategic plan
of the organization for example Staffing, Policies, Compensation and Benefits, Retention, and of
course Training and Development. The A.P. Moller – Maersk Group is a worldwide conglomerate
from Copenhagen, Denmark. This company operates in more than 130 countries, employing
approximately 117,000 people. The A.P. Moller – Maersk is a Group of businesses with the core
focus on shipping, oil & gas. In 2008 Maersk's saw slower growth across many of their business
lines due to the global recession that hit that year. Maersk needed to act quick and started to
transition from administrative to strategic human resource management. By Maersk doing this it led
to a new talent management process for the company. Maersk also established a number of
performance management tools and processes to help embed sustainability into their performance
culture. In 2011, Maersk did a reputation assessment survey among key stakeholders. The
conclusions from the survey were that stakeholders had more positive impressions of Maersk. When
Maersk promotes employees from within the company it would be

Human Resource Planning
1. What is Human resource planning?
Human resource planning links people management to the organization, mission, vision, goals, and
objectives as well as its strategies plan and budgetary resources. A key goals of HRP is to get the
right number of people with the right skills, experiences and competencies in the right jobs at the
right time at the right cost.
2. What is strategic planning?
Strategic planning is the process of taking inputs (information), organizing and making sense of that
information, and producing an output (the plan) that covers a long period of time, and maps out the
strategies, goals, and objectives for that period of time, that are expected to keep the organization
focused, unified, and likely to succeed in ... Show more content on Helpwriting.net ...
d. Organizational Culture – Will influenced the work's habits of firm's employees
7. Explain the internal forces that influence the management of HR?
The internal force that influences the management of HR is financial and economic environment,
current organizational situation, organizational strategy and culture of the organization.
8. What is HR forecasting? Explain
An effective HRP will require forecasting. Forecasting will use information from the past and
present to identify expected future condition. The information gathered from external environmental
scanning and assessment of internal strength and weakness used to predict or forecast HR supply
and demand in light of organizational objectives and its strategies.
9. What are the factors that can affect the demand for labour?
The working of the labour market affects us all because the vast majority of people at some point
during their working lives will be active participants in the labour market. The demand for labour
comes from the employer. We shall start with this side of the market. The demand for labour, there is
normally an inverse relationship between the demand for labour and the wage rate that a business
needs to pay for each additional worker employed. If the wage rate is high, it is more costly to hire
extra employees. When wages are lower, labour becomes

Human Resource Management: A Notes On Human Resources...
1. What is Human Resources Management Planning?
Organizational culture is significant in nowadays. Strong organizational culture leads to strong
company. Employee motivation, work performance, internal communication, brand image,
employee loyalty etc. are depend on effective human resources management planning. Company
should have effective HRM plan. HRM plan should make in term of organizational culture, structure
and values. HRM plan is the first step of being professional. All organizational dynamics are related
to HRM Planning. Changing is important in business life because of fast innovation. This planning
should include current issues. Human resources means strategic planning.
The company cannot create a good team ... Show more content on Helpwriting.net ...
They need more effective and regular human resources management practices. Their market share is
getting bigger. Their all competitive has more professional HRM because their competitive are
private company but they are cooperative. They have one human resources management department
for cooperative. They should more (one for production part, one for cooperative part) because they
have also other responsibilities for cooperative members.
The cooperative is developing and they should support to be strong for competitive. If they have
effective HR plan, their motivation, work place quality, employee skills etc. develop automatically.
These are lead to growth of market share. They will gain competitive advantages.
They design effective action plan and this plan should be evaluated and criticized in significant time.
They should check how plan is working? How much can we succeed? Which part need adaptation
or change? and more. All plan needs effectiveness measures.
All reasons and process were explained in first part, why Tire Süt needs HR plan is explained in
second

Human Resources Planning And Human Resource Planning
Human resource handle administrative functions in an organisation and Human resource planning
expand strategies for relating the skills and size of manpower to enterprise needs. In simple words
the planning system makes recruitment, gives training and restructures the staff requirement to meet
the organisational goals and changes within the environment. Human resource planning is a
paramount component of Human resource management.
B.J Smith (1992) describes that Human resource planning is the legal process of associating
business strategy within Human resource practices. Human resource planning is the vital managerial
function of an organisation. In Human resource planning various process are involved to gain the
importance such as deciding the goals and objectives, estimating future employee requirements,
Planning of job requirements and job description.
According to E.Geister (2006,P30) "Human resource planning is the process that includes
forecasting, developing and controlling by which a firm ensures that it has proper number of
employee and right kind people at right place and right time for which they are economically most
useful". R.K Sharma and S.K Gupta explains the various objectives of human resource planning.
Some of them are Assessing skill requirement in future, Controlling the wages and salary, Cost
ensuring higher labour productivity, Ensuring proper and efficient use of Human resources in an
organisation.
The first decision of Human resource planning is

The Term Human Resources Planning
Define and explain the significance of the term 'derived demand' as it applies to Strategic Human
Resources Planning. (5 marks)
Derived demand is defined as a requirement for one product that is created due to the purchase of
another product. It occurs for consumers who purchase goods for further production, because their
purchases are based on the demand for their final product.[1] For example, when the demand for
automobiles is high, the derived demand for steel, and all other products used to make automobiles,
is also high. Should the demand for automobiles drop, so will the demand for the products used to
make the automobiles.
Derived demand applies particularly to strategic human resources planning in relation to labour.
Demand and supply of labour interact to determine the wages and affects the allocation of labour
resources in ta corporation. It involves anticipating both the need for labor and the labor supply
while planning programs necessary to ensure the organization will have the right mix of employees.
The demand for labour is derived form the demand for the goods and services that labour is used to
produce. Additionally the demand for labour is influenced by the level of economic activity, the
productivity of labour and relative cost of labour compared to
Explain 'derived demand' as it applies specifically to Stonewall Industries. (5 marks)
When the housing and construction industry experiences a downturn so too does demand for the raw
gypsum additionally the

Human Resource Planning & Recruitment
Human Resource Planning & Recruitment
Chapter Summary
This chapter describes the process an organization uses to plan and recruit so that there will be
adequate human resources. The steps described are linking business strategies to future needs,
forecasting labor demand and supply, determining in what positions there will exist a labor shortage
or surplus, setting goals regarding future human resource needs, and identifying strategies to solve
the problems of shortages and/or surpluses. The ability to recruit successfully is described as
depending upon personnel policies such as job posting (an internal strategy), level of pay in
comparison to the market, and the extent of job security. The chapter describes sources for ... Show
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2. Determining Labor Supply
a. Internal labor supply is determined by a detailed analysis of how many people are currently in
various job categories, modified to reflect changes in the near future caused by retirements,
promotions, transfers, voluntary turnovers, or terminations. This is done by historical, statistical
models such as the transitional matrix, which is a table used to project internal labor supply. The
matrix shows the proportion or number, of employees in different job categories at different times
and how people move from one job to another in the organization and how many people enter and
leave the organization (text Table 5.1 and TM 5.2). This method is best combined with judgmental
methods.
3. Determining Labor Surplus or Shortage–By comparing forecasts for labor supply and demand for
specific jobs, the organization can determine what it needs to do.
| |
|A related reading from Dushkin's |
|Annual Editions: Human Resources 99/00: |
|("Is Anybody Out There" by Alex Markels |
Example: Japan's Matsushita Corporation has reaped benefits from HRP. The price of Japanese yen
is a strong indicator for

(3rd Class)
Definition:
The ongoing process of systematic planning to achieve optimum use of an organization's most
valuable asset – its human resources. The objective of human resource (HR) planning is to ensure
the best fit between employees and jobs, while avoiding manpower shortages or surpluses. The three
key elements of the HR planning process are forecasting labor demand, analyzing present labor
supply, and balancing projected labor demand and supply.
Rigorous HR planning links people management to the organization's mission, vision, goals and
objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get
the right number of people with the right skills, ... Show more content on Helpwriting.net ...
But what is not widely known is the absence of succession planning in most public sector units.
Absence of succession planning has resulted in a situation where many organizations function
without chief executives. The anomaly of surpasses labor, juxtaposed with the lack of top executive
stems from the absence of or a defective HRP.
2. Part of Strategic Planning
As pointed out earlier HR management must become an integral part of strategic management
process. All activities of HRM–planning, hiring, training remunerating and maintaining–must be
merged with strategic management.
HR planning can become part of strategic planning at two ends. At the beginning of strategic
planning. HRP provides as set of inputs into the strategic formulation process in terms of deciding
whether the types and numbers of people are available to pursue a given strategy. At the end of
strategic planning process, HRP is relevant in terms of implementation concerns. Once the strategy
is set, executives need to make resource allocation decisions, including those pertaining to structure,
processes and human resources.
In most successful companies there is virtually no distinction between strategic planning and HRP;
the planning cycles are the same and HR issues are seen as inherent in the business management.
HR managers are important facilitators of the strategic planning process and are viewed as important
contributors to carve the

Human Resource Planning : An Organization
There are several important reasons of human resource planning that business organisation carry out
regardless their size and it is important for the continuity of any business organisation to plan.
However, in many business owners may not include human resource planning at the beginning of
their business but later realise the importance of human capital and no business can survive without
having competitive human capital.
performance of the ... Show more content on Helpwriting.net ...
So Tesco has carried out following human resource planning stages to avert uncertainty surrounding
business environment and respond them. Tesco has used this human resource planning stages to
become better prepared in the form of customer service and also attracting talented and skilled
workers.
Assessing human resources Tesco has carried out an environmental scanning process to know both
external (PESTEL0and internal (resource, objective structure) challenges and devise strategies to
tackle any concern it may discern. This process enable Tesco to review and prepare a list of all jobs
required to achieve goals and objectives, and also assess the skills available in within the
organisation. Assessing human resource enable Tesco human resource department to find out
internal strength as well as weakness that need to be addressed. Demand forecasting
With the help of this human resource function Tesco has the ability to estimate demand and supply
of HR in the future needs. It helps Tesco to determine the quality and the quantity of the employee it
needs. It is done to meet future personal requirement of the organisation to achieve its objectives or
desired level of out. According to Tesco HR department this is a yearly process to meet the desired
output and efficiency that Tesco wants to

Human Resource Planning : The Human Resources Department
Jim Collins once said, "Great vision without great people is irrelevant". In my opinion, most of
fortune 500 companies today wouldn't be thriving as well as they are without having quality
employees to support them. It takes time, dedication, and a sharp intuition in selecting the right
people for your company. The human resources department is in charge of finding, screening,
training and recruiting job applicants, as well as dispensing employee benefit programs. The human
resources departments key focus is on boosting employee productivity and shielding the company
from any problems that may occur from the workforce. The human resources department has many
functions it performs including human resource planning, recruitment/selection, ... Show more
They then take inventory of the current manpower they have and analyze to what extent these
employees are being used optimally. Next, they anticipate the problems they might have in future by
projecting present resourcing into the future and comparing them with the forecast of requirements,
to determine their satisfactoriness. Lastly, they plan the necessary programs of recruitment,
selection, training, employment, operation, transfer, promotion, development, motivation, and
compensation so that potential man
power requirements will be appropriately met.
Recruitment can be defined as searching for and obtaining a pool of potential candidates with the
desired knowledge, skills and experience to allow an organization to select the most appropriate
people to fill job vacancies against defined position descriptions and specifications. Once a pool of
hopefuls has been distinguished through the enrollment procedure the most fitting competitor or
applicants are recognized through a choice procedure including however not constrained to talking,
reference checking and testing. The motivation behind the determination procedure is to guarantee
that the best individual or individuals are named to the part or parts utilizing powerful, reasonable
and impartial appraisal exercises. In order to increase efficiency in attaining and retaining
employees as well as to ensure consistency and compliance in the recruitment and selection process,
you have to create a

Strategic Planning : A Building Block Of Human Resource...
Strategic planning is a building block of human resource management. It plays an important role in
colleges and universities and is essential in today's changing society. It involves vision, mission, and
outside of the box thinking. It is a tool used to determine some of the issues an organization is
experiencing and the routes to take to implement, evaluate and make it better for the future.
Strategic planning is the process that brings together the overall goals, visions, and missions of an
organization, even in small organization you can develop a strategic plan to guide the decisions in
that organization for the future. A strategic plan, is made up of things that impact an organization
internally such as, employees, students and ... Show more content on Helpwriting.net ...
If a student is not successful in the program they go back to the drawing board and analyze why this
student wasn't successful, what we need to change, and how do we need to change.
Another great example is policies within a college. Policies will provide management guidelines to
regulate direct and control organizational actions and conduct and will be consistent with mission,
values, strategic priorities and strategies.
One tool used to develop a strong strategic planning is SWOT. S.W.O.T is an acronym that stands
for Strengths, Weaknesses, Opportunities and Threats. A SWOT analysis guides you to identify the
strengths, weaknesses (S–W) as well as the opportunities and threats (O–T) in a college/university.
Visible leadership. The president needs to be visible and supportive and not controlling of the
planning process. If campus investors believe that the president is active they are more active. If
they don't believe or see campus engagement, they will be little participation or no investments.
Campus engagements. Without participation from faculty in the strategic planning process, the
resulting plan will not get carried out.
Shared visions and plans. The shared visions and plans of colleges must be built on the people.
(staff, students, community and investors) They must connect to gather opinions and support that
reflect their own personal views of what a desired education and college/university should be. If
people don't see or have their

What Is Human Resource Planning?Identify Its Objectives in...
IS A process by which an organisation ensures that it has the right number & kind of people at the
right place and at the right time, capable of effectively and efficiently completing those tasks that
help the organisation achieve its overall objectives.. ADVANTAGES OF HR PLANNING
Importance of HR PLANNING 1) Each Organisation needs personnel with necessary qualifications,
skills, knowledge, experience & aptitude . 2) Need for Replacement of Personnel – Replacing old,
retired or disabled personnel. 3) Meet manpower shortages due to labour turnover 4) Meet needs of
expansion / downsizing programmes 5) Cater to Future Personnel Needs 6) Nature of present
workforce in relation with ... Show more content on Helpwriting.net ...
These sources must consider not only the nature and conditions of the external labor market, but
also the presence of qualified personnel who are available to fill vacancies through internal
promotions or transfers. Keep in mind the recruitment activities is integrated with diversity and
equal employment opportunity initiatives. Staffing needs must be anticipated sufficiently in advance
to permit the recruitment and development of fully qualified personnel. Anticipating manpower
problems by projecting present resources into the future and comparing them with the forecast
of requirements to determine their adequacy, both quantitatively and qualitatively; Planning the
necessary programmes of requirement, selection, training, development, utilization, transfer,
promotion, motivation and compensation to ensure that future manpower requirements are properly
met. **It's a systematic approach. because it ensures a continuous and proper staffing. It avoids or
checks on occupational imbalances (shortage or surplus) occurring in any of the department of the
organization. **There is a visible continuity in the process. **There is a certain degree of flexibility.
That is, it is subject to modifications according to needs of the organization or the changing
circumstances. Manpower plans can be done at micro or the macro levels depending upon various
environmental factors. " HRP is a

Human Resources Planning : Human Resource Planning Essay
Human Resource planning Name: Institution: Human Resource planning I am Juanita Espinosa, a
young professional practising the human resource profession in an administrative capacity for the
first time. The organisation that I am working with now is a non– profit one whose mission is to
'stamp out hunger among the young and elderly in our lifetime.' I am faced with several challenges
at my new posting with the organization at the point of closure. I have the responsibility of
identifying the challenges that are crippling the organization and finding solutions to them in the
shortest time possible. Some of the issues I have identified are reduced donations, low retention of
employees and unmotivated staff, stagnant pay and little to no chances of sponsored training. In a
five–week time threshold, I hope to find solutions to these issues to enable implementation in the
larger part of the year so that the organisation will not be closed down. The following is a miniature
strategic plan that I plan to use to sort out this situation as best as I can. The first thing I did was to
assess the current capacity of the 90 employees that the organisation has that comprises of 30
permanent staff and 60 volunteering staff. In my assessment, I learned that the organisation is
holding on to some employees whose input to the overall agenda of the company was no longer
zealous. This, I learned especially from my acquaintance with Melissa– the former HR manager at
the

Effective Human Resource Planning.
The key to effective human resource management is human resource planning 1.0 Introduction
Human Resources (HR) Management is a multifaceted function. This entity has an important place
within companies in helping key personnel decide on the best staff for their needs, among other
things. Sometimes, the employees chosen are full–time employees already working for the company
or they could be contractors. Regardless, the goal of HR Management is to choose the most
qualified person for the job. Again, HR Management is a group of professionals that wear many
hats, some of which include employee benefits and compensation, hiring and terminating
employees, and managing personnel policies and employee records. While smaller companies will
... Show more content on Helpwriting.net ...
* Effectively, selection is 'buying' an employee (the price being the wage or salary multiplied by
probable years of service) hence bad buys can be very expensive. For that reason some firms (and
some firms for particular jobs) use external expert consultants for recruitment and selection. Equally
some small organizations exist to 'head hunt', i.e. to attract staff with high reputations from existing
employers to the recruiting employer. However, the 'cost' of poor selection is such that, even for the
ordinary day–to–day jobs, those who recruit and select should be well trained to judge the suitability
of applicants. 3.1 The main sources of recruitment are: * Internal promotion and internal
introductions * University appointment boards; * Agencies for the unemployed; * Advertising (often
via agents for specialist posts) or the use of other local media (e.g. commercial radio). The
organization put its trade mark for rapid attraction and it must take care not to offend the sex, race,
etc. antidiscrimination legislation either directly or indirectly. Interviewing can be carried out by
individuals (e.g. supervisor or departmental manager), by panels of interviewers or in the form of
sequential interviews by different personal skills techniques to aid judgment include selection
testing for: * Aptitudes (particularly useful for school leavers); *

Human Resource Planning Process For Human Resources
Introduction to the Topic The reading for this assignment covered human resource management.
Items discussed in this chapter were the importance of human resource management in an
organization, the planning process for human resources, how a manager needs to be familiar with
U.S. federal laws and regulations, the steps in the employment process, and current issues faced by
human resources. According to Dunlap & Garvin (2010), good employees can be the key to success
in an organization. A human resources department has several important responsibilities that can
affect an organization in either a positive or negative way.
Three Concepts The three important concepts from this week's reading are the planning process,
recruitment, current issues in human resources.
Human Resource Planning Process. The planning process is the first activity for staffing of an
organization (Satterlee, 2013). The planning process is the aligning of the human resource strategic
goals with the strategic goals of the organization. Job analysis, job description, and job specification
are part of the planning process. According to Satterlee (2013), the process of establishing programs
or procedures to implement human resource strategies is strategic human resources planning.
Strategic alignment, leadership and knowledge management, results–oriented performance culture,
talent management and accountability are the five aspects of implementing a human resources
strategy (Satterlee, 2013). The

Workforce Planning Recommendations for Nasa’s Human...
Workforce Planning Recommendations for NASA's Human Resources Department
Elizabeth Ann Muniz
Villanova University
Abstract
This paper contains workforce planning recommendations for National Aeronautics and Space
Administration (NASA)'s Human Resource Department. This paper reviews NASA's vision, their
core values, workforce plan goals and key business strategies. Current workforce profiles are
reported as well as demographics and key business challenges. This report also includes an overview
of NASA's organizational structure and a future workforce profile. A gap analysis of the workforce
is enclosed as well as closing strategies.
Context and Environment:
In 2010, the Space Shuttle Program ended, as well as the ... Show more content on Helpwriting.net
...
Another goal is to sustain a high–performing workforce with the objective to "enable managers to
sustain an environment conducive to workforce productivity, innovation and effectiveness" (2011
NASA Strategic Plan, 2011). An additional goal is to enable efficient human capital services with
the objective of "effective human resources programs supported by comprehensive, timely and
validated information" (2011 NASA Strategic Plan, 2011).
NASA's organizational structure has varied. Currently, NASA has a layered pyramid top–down
organizational structure for each location. Office of Management: Management Processes Branch,
1985 reports about the NASA organization:
Over the twenty–six year history of NASA, several organizational issues have consistently posed
challenging management questions for the Agency's leadership. Essentially a decentralized
organization, NASA has been an Agency whose philosophy and dynamic mission have driven the
need for its field centers and their project managers to be given as much freedom and autonomy as
possible to perform their work. This environment has presented Agency management with difficult
organizational issues of control, coordination, reporting requirements, and the manner in which
information flows between the Agency's managers. How to balance the relationships between
program

Human Resource Planning Essay
When most people think of Human Resource Planning, the first thing that usually comes to mind is
the internal environment of the organization. There is, however; the external environment which is
just as important. The external environment consists of governmental policies, condition of the
economy, demographics, technology, international influences, competitors, and a changing labor
force (Greer, Peters & Youngblood, 1998). Neglecting the external environment can have
devastating effects on an organization. Entire civilizations have vanished for failing to address
external environmental factors and the need to adapt in an ever–changing environment. You may ask
what extinct cultures have to do with HR planning and the external ... Show more content on
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Environmental scanning consists of six phases. The first phase is to figure out which elements of the
external environment to analyze and being able to report findings. The second phase is to compile
data and deciding what data is used. The third phase is to map out trends from the data collected.
Trending makes the data easier to analyze and read. The fourth phase is to try and figure out what
effects the trends will have on the organization. The fifth phase is to figure out which issues are the
most relevant. The sixth phase is to ascertain which relevant issues are the most important. If used
correctly, environmental scanning can be instrumental in HR planning (Greer, Peters & Youngblood,
1998).
Changing Demographics
Demographics are one of the most important elements in the workforce. Immigration, age, and a
declining birthrate have negatively affected the ability to fill positions. A smaller, younger
workforce has incited many companies to seek out ways to retain the aging baby boomer segment.
As these baby boomers retire, it is imperative to ensure younger workers are mentored so the
knowledge of the older workers is not lost.
Diversity in the labor pool is also another important factor to consider in HR planning. As baby
boomers retire, the labor pool of skilled workers shrinks more and more. Unfortunately, HR
managers are not doing enough to tap into the ever–growing labor pool of skilled immigrant
workers. In order to

Human Resource Planning Used By Coca-Cola Amatil
HUMAN RESOURCE PLANNING USED BY COCA–COLAAMATIL HR Planning is the process
of systematically reviewing human resource requirements to ensure that required number of
employees with appropriate knowledge, skills is available when needed. The strategy that the Coca–
Cola Amatil uses in HR planning is growth strategy where they require more people in the
organization as well as hire employees with relevant skills and knowledge. The CCA in HR
planning systematically identifies what must be done to guarantee the availability of the human
resources required by an organization to meet its business objectives. It ensures that it has the right
number of qualified in the right jobs at the right place people with relevant skills and knowledge.
The HR planning is used to achieve in CCA is: –More effective and efficient use of human resources
... Show more content on Helpwriting.net ...
Coca–Cola company recruits those candidates who have an ability to perform required
tasks.Recruitment methods are the different ways in which a potential employee is attracted to an
organization. There are various ways CCA recruits candidates.  They try to communicate their
employment opportunities through media such as newspapers, radio, television, and the Internet. 
CCA give ads in news papers  Direct application to employees is launched through Coca–Cola
personal Website.  Online advertising through the use of social networking sites which attracts,
recruit and employers branding purpose.  Coca–Cola Amatil also sends there HR managers to
overseas and local for doing recruitment and selection. Once they receive an application form, from
candidates with required documents and C V they conduct external and internal recruiting. External
recruitment refers to the practice of recruiting a candidate from the talent pool outside the recruiting

Human Resource Planning : Strategic Human Resources Planning
Question #1: Define and explain the significance of the term 'derived demand' as it applies to
Strategic Human Resources Planning. (5 marks) The term 'derived demand' is used to describes how
the changes in demand for one product could either increase or decrease the demand for another
product. An example of this occurring could be within the automotive industry. If the demand of
vehicles increase so does the raw materials to make them and vice versa. This happens because the
demand of vehicles derives the demand of all the raw materials to increase. Derived demand can
also apply to strategic human resource planning, more specifically towards the supply and demand
of labor. Strategic human resource planning is very important to an organization because it handles a
variety of key aspects, such as giving employees opportunities to improve and achieve success. It
can also help improve organizational goals and tasks. To be successful, human resource managers
need to be able to forecast the need for labor and labor supply while in the planning stages. This will
later help them by understanding the demand of labor needed in relation to the demand of goods and
services produced.
Question #2: Explain 'derived demand' as it applies specifically to Stonewall Industries. (5 marks)
Stonewall Industries heavily relies on two environmental factors: the number of housing starts in a
given year and the interest rates. If housing starts to increase, Stonewalls demand increases as

What Is The Reasons For Human Resource Planning
2.1 Explain the reasons for HR planning in the organization. What is Human Resource Planning?
Human Resource planning is a systematic analysis of HR needs in order to ensure that correct
number of employees with the necessary skills are available when they are required. These are the
reason for HRP in an organization. First and foremost, recruitment and selection can assume a vital
role in deciding an organization's viability and execution, if organizations are able to obtain
employees who already possess appropriate knowledge, skills and talents and are additionally ready
to make a right figure about their future capacities. "The recruitment and selection of employees is
basic to the performance of an organization, and there are convincing reasons for getting it right.
Inappropriate selection decisions decrease organizational effectiveness, cancels reward and
development strategies, are often unfair on the individual recruit and can be difficult for managers
who have to deal with unsuitable employees". (Anon, 2016) ... Show more content on
Helpwriting.net ...
Thus, HR professionals work intimately with employing supervisors to impact great contracting
choices, according to the organization's workforce needs. They give direction to managers who
aren't familiar with HR or standard hiring processes to guarantee that the organization stretches out
offers to reasonable hopefuls. Last but not the least, we can see that HRP is very important to a
company when recruitment. No matter is when need to determine the interviewee or to assess he or
she have the ability to competent for the

Human Resource Planning : An Important Area Of The...
Strategic human resource management Assignment 2
Name: Muhammad Zakaullah khan
Completed: 30/08/15
Student id number: 144014
Lecturer's name: DAVID Greenshields
Human resource planning is an important area of the organisation which deals with all primary
activities and its identifies the current and future needs of organisation. It includes hiring, firing,
managing, training, developing and rewarding people within the organisation.
2.1: Analyse the business factors that underpin human resource planning in organisation.
Human resource planning is the series of continuing process of determining the needs of an
organisation and plans them according to the company need. The reason behind the human resources
are planned is because of the basic need of the successful business. By doing planning its helps the
organisation to get rid of wasted time and resources by preparation, that process is divided into
many different stages like.
Forecasting demand of human resources
The supply of human resources
Analysing the current factor of human resources utilisation
Developed action plans
The planning process.
Human resources management is the process of developing the employees so they become more
valuable for the organisation. The individuals who are working sincerely and contributes in
achieving success of the organisation or business. The term human resource management and
human resource (HRM AND HR) has largely replaced with the term of

Human Resource Planning And Human Resources
Executive summary
Relevance to the development of human resource planning firm employees to find is very important.
Aim to achieve the organization in this way it should be internal or external supply to assess whether
labor supply. With the needs of the firm 's main specialty AD–workers describe the job analysis,
there should be. Today 's executives of particular concern for the effective and acurate in human
resource planning for the needs of internal and external supply of labor.
Human Resource planning is the planning which can de said recruit planning. Human Resource
Management (HRM) organise the people who work in the affiliation. HRM is the legitimate limit
which find the issues that are related to people, for instance, reward, enrolling, execution
organization ,to benefit the firm, central focuses and profits, delegate impulse, correspondence,
association, and planning. Human resource organizing means obliged number of people having
proper knowledge and skill. This essay will discuss the internal and external supply of labour,
difference ,their benefits and loses. It will explain the necessity of internal and external supply of
labour for Human resource planning.
In interior supply of human asset there are numerous sources like trades, headways, surrendered
labourers, thus on which are considered. Outside supply of human resource is availability of work
drive in the business area and new recruitment. Outer supply of human resource depends on upon a

Human Resource Management : An Organization 's Strategic...
When it comes to human resource management, all of the human resource functions have to be
perfectly aligned with the organization's strategic plan. As the sole communicator of an
organization's views, human resource management expresses the thoughts and wishes of the
company. With an organization's strategic planning, there are many parts that human resource
management has to take on including: selection and staffing, organization development, and training
and development. In terms of selection and staffing, every company has an ideal employee when
looking through prospective candidates. Human resource knows exactly what the company is
looking for, and how to implement it by finding employees to fill the gaps in the company. With
organization and development, every company has to anticipate the possibility of a change in the
workplace, and human resource management is in–charge of passing along the changes to the rest of
the employees. Lastly is training and development, where human resource management lay out the
fundamentals of preparing employees for their new work environment. In some companies an
annual training is required after a specific number of months or years to keep employees fresh on
new ideas, and how to function well in the company. The company's mission and vision statements
are also an important factor in human resource management, where rallying employees for
excitement and moral is important to keep everyone working at their full potential for the

The Role Of Human Resource Planning : Selection And...
An Analysis of Traditional People Resourcing (Selection and Recruitment)
In today's modern working world, companies have increasingly become more competitive in its
people resourcing techniques (Delaney & Huselid, 1996; Ordiz & Fernández, 2005). Over the last
decade, leadership teams have shifted its approach and therefore, invested significant time and
resources on Human Resource Management (Boselie et al., 2005; Cassell et al., 2002). The role of
Human Resources has now become a key integral business function in shaping organisational
survival through strategic manpower planning (Peretomode & Peretomode, 2001, Cassell et al.,
2002, Manzini, 2002).
According to Manzini (2002), the role of Human Resource Planning has now evolved into an
essential long–term planning function of any business. Certainly, the absence of good human capital
resourcing practices may lead to dysfunctional or negative organisational outcomes resulting in high
turnover rates which can be financially costly (Noe et al., 2004).
Human Resource Planning can be categorised into four core components encompassing –
Systematic forecasting of Manpower Needs, Actual Selection and Recruitment of key talent,
Performance and Career Management, Management and Leadership Development (Huselid, 1995;
Katou & Budhwar, 2006; Vosburgh, 2007).
The purpose of this essay is to provide a critical analysis highlighting three main limitations of
traditional recruiting and selection processes as well as, how current and

Human Resource Planning Process Of A Project Manager
Human resource plan is developed early in the planning process of a project. Once the project is
finalized, the project team can be assigned immediately. Assigning human resources to the team
includes project managers not only to organize and plan, but also to lead the team. Comprehensive
human resource plan helps the project manager to build, lead and organize the team such that
projects can be completed on time, within budget and without compromise in the specification. The
following components are at least needed for the comprehensive human resource plan: Roles and
responsibilities. Role, authority, responsibility and competency are the four critical elements in a
human resource plan .All the project stakeholders should be assigned their roles and responsibilities.
In simple terms, roles are the one which explains who does what while responsibilities mean who
decides what. Authority can be explained as who can make decisions and who can approve budgets.
Competency is the knowledge, skill and capacity required by each project team member. The roles
and responsibilities of a project manager are critical for every project. Forms such RACI
(Responsibility, accountability, consult, Inform) charts can be used to summarize the responsibilities
of the project team members. Here is an example of RACI model chart for making cookies for 2
guests. In the below example, friends 1 and 2 are hosts while friends 3 and 4 are guests. Friend 1
Friend 2 Friend 3 Friend 4 Choose a recipe A

Human Resource Management And Organizational Planning
1.0 Introduction
Effective human resource (HR) planning requires appropriate strategy formulation as well as
implementation of those strategies to achieve organizational objectives (Bratton and Gold, 2012).
The statement in the task made by Torrington, Hall, Taylor and Atkinson in their book named
'Human Resource Management' published under Pearson education focuses on the implementation
stage of the HR strategies by the organizations and entrepreneurs. The statement "Human resource
strategies can be stimulating to produce and satisfying to display, but how can we make sure that
they are implemented?" (Torrington et al., 2011:73) can be segregated into two parts. In the first
part, the authors are complacent about the advantages of the various HR strategies for organizational
planning and understanding the role those may play for the organizational success. However, in the
second part the authors have become sceptic about the implementation of the available strategies
and it indicates the lack of measurement techniques implemented by the management to observe the
actual outcome of initiating those HR strategies.
The next section would discuss the related literature review addressing this issue to cover the most
relevant topics i.e. HR strategies modes, HR strategy implementation process, measurement
techniques and key performance indicators etc. The analysis of the statement would primarily focus
on the implementation stage of the HR strategies, availability of different

Steps in the Human Resource Planning Process
Steps in the Human Resource Planning Process
Designing the Management System
A crosscutting issue in human resource planning is to ensure that a proper system is in place to
handle the process. The overall aim of this system is to manage human resources in line with
organizational goals. The system is in charge of human resource plans, policies, procedures and best
practices. For example, the system should track emerging human resource management trends, such
as outsourcing certain non–core functions, adopting flexible work practices and the increased use of
information technology, and, if appropriate, implement them.
Environmental Analysis
The first step in the human resource planning process is to understand the context ... Show more
However, the meaning is still the same. It involves, employing, developing, utilizing, managing and
understanding the staff in an organization.
Importance of Human Resource Management
Since the industrial revolution, the world has progressed tremendously. Be it the steel industry, IT,
fashion houses or housing sectors, development in all of these is evident. However, over the ages
man has indiscriminately used and abused the natural resources available to him. It has resulted in a
global energy crises and depletion of resources in general.
In this backdrop, what remains is an abundance of human resource, or let's say human capital. To
achieve any more goals, tapping the right kind of human resource is the key. You may have a
business house worth millions of dollars. But what if there isn't the manpower that suits the nature
of the business? Hence, developing the manpower is of utmost importance.
The Process of Human Resource Management Planning
The human resource planning process, demands the HR manager to first understand the business
requirement. Only if he comprehends the nature and scope of the business, will he be able to employ
those who will deliver the required performance. When it comes to engaging the manpower, the
manager should have a keen eye for spotting the talent. It ensures that the workforce is competent
enough the meet the targets.

Additionally, the existing 'talent pool' in the workplace should be taken into consideration, so that
people

Human Resource Management And Human Resources Planning
The career path I chose was that of human resources the reason I chose this is because I really enjoy
helping with their problems while also being able to help the big picture. This is meaningful to me
besides the fact with being able to help people with their problems. Depending on the place that you
work for you can also make a nice bit of money and be able to travel throughout the country. I
personally do not have any experiences in working in this career field but I have helped my mother
with working on some aspects of this career. She herself has been in this career for sixteen years. I
have asked you a multitude of questions about this field and from her responses, she seemed
interested in the different aspects and obstacles that ... Show more content on Helpwriting.net ...
One of my past work experiences influenced my perception of meaningful work because I have had
jobs where I was there just for a paycheck. For example, I worked at a grocery store but I never
enjoyed my job I only enjoyed the people I worked with. So working there made it feel like a chore
that I was forced to do. But while I was at training for the army I enjoyed the people and the work
we were doing so it never felt like work or a job to me. To me, it felt like a hobby so the time always
flew by no matter what we were doing.
The person I chose to interview is Alicia D. White Long she has a bachelor 's of art in organizational
communication, an MBA in human resources, an MPA in public administration. She also has sixteen
years of extensive human resources experience and is an adjunct professor at Presbyterian College
in Clinton, South Carolina. When asked what made her choose the human resource career path she
had this to say. "I used to watch the HR manager at Lowe 's and I admired what he was doing and I
wanted to follow in his footsteps. He interacted with all the associates on the floor and I wanted
what he had. I 've always been a social person and enjoyed interacting with people, so I felt that I
would be good in Human Resources. The rest, as they say, is history." I asked her "What do you
think are some of the benefits of the career path you chose?" and she had this to say "Some of the
benefits are being able to learn things ahead of time and

Comprehensive Structure and Process of Human Resource...
Table of Contents
Term of Reference
Executive Summary
Company profile
Recruitment
„P Nature of Recruitment
„P Objectives of recruitment
„P Job vacancies
„P Recruitment Methods
Selection
„P Selection Criteria
„P Selection methods
„P Evaluation of the selection process
Retention
„P Nature of Retention
„P Turnover analysis
„P Retention strategies
Reward
„P Nature of reward
„P Objectives of the reward system
„P Reward determination
„P Types of reward system
„P Performance Management
Training and Development
„P Nature of Training and development
„P Objective of Training and Development
„P Training and Development process

„P The ... Show more content on Helpwriting.net ...
This report will first analyze the company profile, with using SWTO (Strength, Weakness, Threat
and Opportunities) analyze company¡¦s current situation. Further introduce the first step of human
resource planning, Recruitment. With identifying the personnel required for the company and the
process method. Follow by recommending appropriate selection method. In third section will
analyze the purpose and strategies on retaining staffs, which will lead to the fourth section of
rewarding for the staffs; this includes analyse of rewards system and performance management. In
the fifth section will discuss the objective and the effectiveness of training and development for the
employees; analyse the steps of finding best strategies in training staffs in order to maintain
company¡¦s competitive advantages. Finally offers conclusions.
Company profile
Widgets Unlimited is one of local hi–tech manufacturing companies in the United Kingdom. It
specializes in producing artificially simulate products by using Virtual Reality technology. Virtual
Reality is a wide rage technology, where in reality its application can be used in recreational games,
educational and training – industrial and medical. Widgets Unlimited has been developed over
several years; in building up its customer group and set good reputation. Widgets Unlimited
continues to generate innovative technological breakthroughs to

Questions On Human Resource Planning
2.1. Analyses the reasons for human resource planning in Tesco: There are several important reasons
of human resource planning that business organisation carry out regardless their size and it is
important for the continuity of any business organisation to plan. However, in many business owners
may not include human resource planning at the beginning of their business but later realise the
importance of human capital and no business can survive without having competitive human capital.
performance of the organisations. Knowing future demand and the type of skills that would be
required in the future time is very important for the business, and it is one of the reasons that human
resource planning is often done. According to Ruth Mayhew Human resource planning is to help the
entities to meet the organisational goals because planning links human resource planning with the
actual operational process, and also one of the most reasons of human resource planning is to
counteract the uncertainty and changes. Human resource planning helps Tesco and any other
business to maximise career development and high employment retaining methods. Planning has the
ability to endure the changes and

Human Resources Planning Assignment 1 Essay
Individual Assignment 1
1. Define and explain the significance of the term 'derived demand' as it applies to Strategic Human
Derived demand is the demand for a product/services occurs as a result of a demand for another
immediate good or service. When apply this concept on labour demand, the more a company's
product or service the market wants, the higher the demand for labour to involve in the production
process. The essence of strategic human resources planning is to align human resources planning
organization's business strategy. This means company cannot perform their personnel forecast solely
based on the product demand because there is some other factor that will affect the product ... Show
more content on Helpwriting.net ...
Business cycle fluctuates with the economy with growth, peak, recession and trough. During the
growth and peak period, business is more willing to spend money in expanding their business and
consumers will have a higher purchasing power. Similarly, during recession and trough, business
will be reducing their investment and cost significantly to prevent themselves out of business since
consumers have a lower purchasing power and are less likely to spend. In 1982, Stonewall
experienced a difficult time due to high inflation rate in which consumers are not willing to spend on
constructions. With the adoption of the contractionary fiscal policy, government attempts to increase
tax, which reduce consumers likelihood in purchasing house and reduce housing demand. Stonewall
subsequently decided to lay off workers due to overcapacity in order to stay with the business.
Housing market experience a growth in late 1991 since the interest rate began to stabilized.
However, in 2008 the economy suffered a huge recession and the demand for gypsum wallboard
dropped again. If Stonewall knows about the business cycle fluctuates and there are always "ups and
downs" in the business due to the external economic environment which beyond the company's
control, it is suggested that the company can have a clear long–term planning with regards to
recession and growth and try to look for other opportunities to diversify business investment.
Another possible human resources

Essay about Human Resource Planning Assignment
1. Define and explain the significance of the term 'derived demand' as it applies to Strategic Human
A demand for a commodity, service, etc. which is a consequence of the demand for something else.
In respect to Strategic Human Resource Planning, derived demand applies specifically to labor. The
demand for labor is derived from the demand for the goods and services that labor is used to
produce. The demand for labor is also influenced by the level of economic activity and the relative
cost of labor compared to capital.
An organization will try to plan for vacancies and market fluctuations but derived demand can be
difficult to plan for if you have a product or service that has very little discernible ... Show more
It would likely be difficult to align wages at all of the plants due to differing unions and union
climates in each province but the difference in wages could cause poor morale in a plant that
discovers they are making significantly less than another plant that produces the same product.
(Also, aligning wages to the highest current level may not be possible.
Another environmental factor that would impact Stonewall's HR planning is the state of the current
Vancouver plant. It is the oldest and smallest plant and there is no room to expand on the current
property. (This property is also very desirable real estate next to the ocean but closing the plant and
terminating the employees would come at a high cost. A cost that would need to be calculated to see
if the short term costs would produce a medium term benefit. Offering these very experienced
employees promotions to other plants may be possibilities as they have a lot of knowledge that
would leave with them and would help reduce the layoff or termination costs that are going to be
high with this group of employees.)
The state of the labour unions in British Columbia and Quebec are factors that will affect
Stonewall's HR Planning. Stonewall will have to ensure they walk the tight line between ensuring
they are fiscally responsible while maintaining a good relationship with these unions. This is not
only important for future relations but because of the importance that is placed on public relations
and ultimately

Essay On Human Resource Planning And Development
Human Resource Planning and Development
Md. Helal Uddin Business Administration Discipline Khulna University
2010
Md. Helal Uddin, Business Administration Discipline, Khulna University.
helal_bba_ku@yahoo.com.
Introduction
Human resources are inimitable, appropriable, valuable and scarce, and nonsubstitutable asset which
can create competitive advantages. People and their skills are the one thing that competitor
organizations cannot imitate. So, human resource management is firmly embedded in important
business strategic levers to ensure continuing success. Human resource management is a blend of
human capital management practices which is required for both corporate practices as well as image
of the company. "Human resource ... Show more content on Helpwriting.net ...
2. 3. 4. 5. 6. 7. 8. Payroll Work Time Benefits Administration HR management Information system
Recruiting Training Performance Record Employee Self–Service
http://en.wikipedia.org/wiki/Human_resource_management_system Among the core human
resource activities there are Human resource planning, recruitment and selection, human resource
development & training, and compensation and benefits issues of human resource. These activities
correlate with the human resource mission, vision, goals and objectives. The foremost objectives of
human resource management is an efficient and effective management of personnel responsive to
personnel needs .human resource management stimulates the development of people to deployment
their best in order to fulfill the needs of an organization. A successful human resource management
system including department,
Md. Helal Uddin, Business Administration Discipline, Khulna University.
helal_bba_ku@yahoo.com.
team and individual business objectives, personal development plans, performance appraisal,
career planning aims at enhancing the personnel 's commitment to developing the business long–
term and can give challenges which will enhance the staff personal growth.
Ways to Achieve the Objectives of HR Activities through Effective Management

Human resource management is the strategic and coherent aspect to the management of an
organization 's most valued

Previous decades have seen considerable changes within implementation of human resource
planning. The following report has been devised in order to analyse occurrence and reasoning of
these changes. The following points shall be reviewed:
• Identification of the different drivers which affect organisational management.
• Analysis of the changes in human resource management implementation consequential of the
above stated changes.
• Explanation of adaptations of the recruitment and selection procedure adopted by organisations to
support these changes.
The above information shall be gathered by review of corporate literature, scholary texts and
Internet resources. Andrew Carney of the School of Management and Business Enterprise, St ...
Show more content on Helpwriting.net ...
3.0 It was inconceivable that traditional personnel management techniques were in great pressure to
adapt in order to maintain effectiveness within a diverse and ever–changing business environment.
The role of the conventional personnel manager now had to adopt an increasingly varied and
multifaceted approach in the form of HRM. The main objectives of HRM are to support an
organisation, to ultimately "manage the managers" (Carney. A, 2007).
Human resource management differs from traditional personnel techniques in the following ways;
3.1 Beliefs and Assumptions
• Whereas traditional personnel techniques closely govern company contracts, HRM strives to
overcome contractual issues in a way which is also beneficial to an employee.
• Personnel management places importance on clearly defined rules. HRM broadens this outlook
by allowing for modification of rules around situational factors.
• Personnel management follows managemental procedure. HRM closely views business need.
3.2 Strategic Aspects
• Labour management relations are paramount within personnel policy, whereas HRM focuses
closely on customer relations.
• Personnel management integrates the corporate plan slightly, in comparison to HRM 's attitude of
revolving policy around this matter.
• Personnel management administers a lengthy approach toward strategic decision–making, in
contrast to HR 's rapid advance.

3.3 Line Management
• HRM strive to

The function that I will explore in depth is Marks and Spencer human resource planning primarily
concerned with the organisation possessing sufficient numbers of employees and of the right
standard.
The four main purposes of the human resource planning function are:
· Marks and Spencer establish clear links between organisational objectives and human resource
plans so that successful co–ordination of the two can be set out.
· To give appropriate quality of work to the employee of most value to the business.
· The flourishing equal opportunities policy within Marks and Spencer therefore creating a complete
profile of internal staff.
· The efficient control ... Show more content on Helpwriting.net ...
On the other hand less staff may be hired resulting in too few employees overstretching thus causing
ill feeling, de–motivation and possibly costly legal disputes.
Internal and external plan for human resources,
Marks and Spencer will require a great deal of data and other information from internal workforce
and externally from the availability of the skilled labour.
Over a period of time Marks and Spencer will gather a comprehensive profile on its employees past
and present. This will also include the following:
* The number of employees departing the organisation within the next year into account age,
qualifications and skills either through resignation or retirement or even dismissal
* The number of staff joining the organisation within the next year
* The reason for staff leaving the organisation in addition to the time spent with Marks and Spencer.

* The average time taken off by the workforce due to sickness, maternity, bereavement or other
factors.
The factors above are used to determine the rate of labour turnover; this is a measurement of the rate
existing employees leave Marks and Spencer. If the rate of labour turnover increases employees are
on average spending less time in employment within Marks and Spencer.
An unnecessary

Human Resource Planning And Development

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